RECRUITMENT EXPERTS FOR TECHNOLOGY COMPANIES
Sales, Presales, Customer Success, Services, Product, Engineering & FinanceIt matters who you work with
High-Performing
Career-Focused
Executives
To Match any Brief
Engage the Highest-Bracket of Talent
Select from multiple A-grade introductions with pre-verified performance records and growth mindsets.
Select from multiple A-grade introductions with pre-verified performance records and growth mindsets.
Recruit Individuals who Fit Your Culture
Leverage the power of Personality-Culture Matching, a fundamental aspect of team success, made possible by our innovative interview methods.
Fill Vacancies in Record Time
Supercharge your hiring speed through our expansive network, meticulous search process, state-of-the-art tech stack, and our inherent sense of urgency.
Your Journey, Our Expertise
Client Journey
Candidate Journey
Vacancy Meeting
- Understanding of the candidate requirements, the vacancy, the company and the opportunity value proposition. Recognition One then creates the vacancy project and defines total available talent pool as well as constructing and executing the initial search.
Candidate Workshop
- Initial Candidates are shared as example profiles to fully align and reach confirmation of requirements. Recognition One will then execute a comprehensive search to identify all viable talent. Engagement levels are high due to a well-crafted and rehearsed messaging, our strong network and multichannel persistent approach.
Initial Engagement
- Approached through our existing network, telephone headhunting, trusted referrals, and reactively through advertising. Candidate experience is positive due to strong knowledge of the opportunity and consultative approach.
1st Stage Screen with R1 & Full Presentation of Opportunity
- Covering reasons for leaving current role, salary expectations, motivations and aspirations, and key candidate requirements. Opportunity presented if applicable to experience and motivation factors.
Progress Update Meetings
- Providing transparency on search progress. Sharing of profiles in close to real time. Discussions of challenges encountered.
2nd Stage Interview with R1 & Deeper Dive into Opportunity
- Covering experience, achievements and progression, prior reasons for leaving companies, salary expectations vs. current salary. Opportunity interested confirmed and explained now that is has been considered in detail.
Reference Call
- Sharing of References with Recognition One to conduct at least one telephone reference with a former line manager to explore impact in recent comparable positions.
Confirmation of Suitability
- & Desire to be Introduced
Agreement to introduce profile to the client.
Candidate Introductions
- Matching Candidates are introduced to the client as quickly as possible with full explanation of the reasons for their suitability.
Interviews with the Client
- Interviews scheduled and managed by Recognition One. Post interview feedback to understand interest levels in the position and factors comparable to other opportunities they’re exploring. Sharing of client feedback.
Candidate Interviews
- Interviews scheduled and managed by Recognition One. Post interview, meeting to Share candidate feedback and explore the pros and cons of the talent pipeline. Adjusting the search if required.
Offer Management
- Usually presented to the candidate by Recognition One. Accept/Reject Risk Assessed. Sharing of feedback. Possible negotiation support.
Offer Management
- Usually presented to the candidate by Recognition One with full explanation regarding the reason for the offer, how they will fit into the business and the client’s view on their future progression.
Start Date Management
- Weekly meetings are continued up to the start date to ensure risk is understood and potential challenges are addressed.
Resignation & Counter Offer Support
- Guidance is offered on resignation best practices to ensure that relationships are maintained whilst managing the soonest ideal start date for all parties. Counteroffers are addressed ahead of the event to minimise adverse outcomes for all parties.
Your Journey, Our Expertise
Candidate Journey
Initial Engagement
- Approached through our existing network, telephone headhunting, trusted referrals, and reactively through advertising. Candidate experience is positive due to strong knowledge of the opportunity and consultative approach.
1st Stage Screen with R1 & Full Presentation of Opportunity
- Covering reasons for leaving current role, salary expectations, motivations and aspirations, and key candidate requirements. Opportunity presented if applicable to experience and motivation factors.
2nd Stage Interview with R1 & Deeper Dive into Opportunity
- Covering experience, achievements and progression, prior reasons for leaving companies, salary expectations vs. current salary. Opportunity interested confirmed and explained now that is has been considered in detail.
Reference Call
- Sharing of References with Recognition One to conduct at least one telephone reference with a former line manager to explore impact in recent comparable positions.
Confirmation of Suitability
- & Desire to be Introduced
Agreement to introduce profile to the client.
Interviews with the Client
- Interviews scheduled and managed by Recognition One. Post interview feedback to understand interest levels in the position and factors comparable to other opportunities they’re exploring. Sharing of client feedback.
Offer Management
- Usually presented to the candidate by Recognition One. Accept/Reject Risk Assessed. Sharing of feedback. Possible negotiation support.
Resignation & Counter Offer Support
- Guidance is offered on resignation best practices to ensure that relationships are maintained whilst managing the soonest ideal start date for all parties. Counteroffers are addressed ahead of the event to minimise adverse outcomes for all parties.
Your Journey, Our Expertise
Client Journey
Vacancy Meeting
- Understanding of the candidate requirements, the vacancy, the company and the opportunity value proposition. Recognition One then creates the vacancy project and defines total available talent pool as well as constructing and executing the initial search.
Candidate Workshop
- Initial Candidates are shared as example profiles to fully align and reach confirmation of requirements. Recognition One will then execute a comprehensive search to identify all viable talent. Engagement levels are high due to a well-crafted and rehearsed messaging, our strong network and multichannel persistent approach.
Progress Update Meetings
- Providing transparency on search progress. Sharing of profiles in close to real time. Discussions of challenges encountered.
Candidate Introductions
- Matching Candidates are introduced to the client as quickly as possible with full explanation of the reasons for their suitability.
Candidate Interviews
- Interviews scheduled and managed by Recognition One. Post interview, meeting to Share candidate feedback and explore the pros and cons of the talent pipeline. Adjusting the search if required.
Offer Management
- Usually presented to the candidate by Recognition One with full explanation regarding the reason for the offer, how they will fit into the business and the client’s view on their future progression.
Start Date Management
- Weekly meetings are continued up to the start date to ensure risk is understood and potential challenges are addressed.
70+ years
Our team has deep and wide collective industry experience over multiple niches and ecosystems, and we continue to make step change improvements in executive search for the technology sector.
30+ partners
We’re proud to be preferred talent partners for numerous organisations, from VC-backed Scale-ups to the VCs themselves and major enterprises.
19 countries
Our distributed remote-working strategy prioritises talent over location and means we’ve local coverage, globally. In 2019 we successfully handled searches in 19 countries across EMEA, US & APAC.
CONTACT
PHONE: +44 (0)20 3308 9140
EMAIL: info@RecognitionOne.com
EMAIL: info@RecognitionOne.com
HEAD OFFICE
107 Cheapside
London, EC2V 6DN